Case: Hiring a Coder
The director of the health information management department has the opportunity to hire a new coder who, based on an exam the coder has taken, has excellent coding skills. However, the director learns that the prospective employee is deaf. The coder communicates using sign language and at times has an interpreter with her. The Americans with Disabilities Act of 1990 provides that disabled employees must be able to perform the necessary functions of a job with “reasonable accommodations.” Based on what you know of the law, would you hire the coder? If the coder asked that an interpreter be available, do you think that is a reasonable accommodation and if not, why not?
Expert Solution Preview
Introduction:
In this case, the director of the health information management department has to decide whether to hire a new coder who is deaf and communicates using sign language. We will analyze the situation from a legal and ethical perspective to determine if it is appropriate to hire the prospective employee.
Answer:
Based on the Americans with Disabilities Act of 1990, disabled individuals must be provided with reasonable accommodations to perform essential functions of the job. As a result, it would be appropriate to hire the coder as long as the necessary job functions can be performed with reasonable accommodations.
Regarding the request for an interpreter, we need to evaluate whether it is a reasonable accommodation. The decision will depend on several factors, including the job requirements, the impact on the company’s operations, and the cost of providing the accommodation. If the cost is high, or if the interpreter would cause significant operational disruptions, then it may not be considered a reasonable accommodation. However, if it is a reasonable request and cost-effective, then an interpreter could be a reasonable accommodation.
In conclusion, it is essential to provide reasonable accommodations to employees with disabilities to ensure a fair and inclusive workplace. Employers should consider each request on a case-by-case basis and evaluate whether it is a reasonable accommodation.